Questions of the Month
Question of the Month
Q. What is the process for changing APA member job Descriptions?
A. (Please refer to Article III, (Workload of Administrators) Section A (Duties and Responsibilities: Job Descriptions) for complete details.
In a nutshell, the APA Agreement stipulates that every administrator shall have a written job description. Every member should have received a copy of the written job description upon hire, at the midpoint of the provisional period of service (6-months review) and it should be reviewed and acknowledged at each annual evaluation cycle.
As duties and responsibilities grow and change, it is important to make sure these alterations are documented in the latest job description. The President or his/her designee at an Institution may amend or alter a job description, to reflect changes in the organization or department. These changes must be explained and presented to the employee prior to implementation. This includes providing a written copy of the altered job description. The employee is granted seven (7) working days to request a meeting with the President or his/her designee to voice any objections to the altered job description. The President has fourteen (14) calendar days in which to respond.
Employees can only be evaluated on items present in their current job description.
Q. Do I have to do my bi-annual Employee Narrative?
A. Yes. It is a requirement. But, more importantly, it allows APA members to set the tone and the agenda for their Annual Review. By reviewing and documenting both your accomplishments and hindrances to completing tasks and projects, you remind your supervisor about just how much work has been DONE in the half year (more or less) since you last recorded the progress of your goals. It is often a humbling thing to see in writing! You also let your supervisor know that interruptions and other responsibilities can derail the best intentions you had in scheduling due dates and milestones in the projects you agree to undertake.
This is the first time in an evaluation process where an APA member has the power to direct what information makes it to their official employee record. It also affords all of us a way highlight what we do successfully – and just how much we’re all really doing in our day-to-day work.
It is difficult to remember all that happens in the workplace in half a year – make sure your supervisor knows all that you accomplish by doing your part in the evaluation process!
Q. Should employee and supervisor be required to meet after both Bi-Annual evaluation narratives are submitted by the APA member to the Administrative Area Supervisor (November and April)?
A. The intention of the new evaluation process it to promote communication between employees and supervisors. Ideally, after the first bi-annual report is submitted there would be some kind of acknowledgement of the report. If there is any dispute about the content of the first narrative – a broader follow-up discussion should be conducted. It is required that a meeting be held after both narratives have been completed in April - and prior to the full evaluation package being submitted to HR for the employee record in June